INDUSTRIAL LINKAGE STRATEGIES AND THEIR ROLE IN BRIDGING THE EMPLOYABILITY GAP IN INSURANCE SECTOR

Purpose: Industrial linkage strategies are necessary in any industry since they promote development of new products and technologies and access to new capabilities.The objective of this study is to identify the industrial linkage strategies and their role in bridging the employability gap in the insurance sector. The purpose of the study is to enable the readers understand the emerging trends in the insurance industry that help to bridge the employability gap and the innovative programs and approaches that foster youth employability. Methods: A desktop literature review was used for this purpose. Relevant seminal references and journal articles for the study were identified using Google Scholar. The inclusion criteria entailed papers that were not over five years old. Conclusions: The study concluded that some of the industrial linkage strategies that have reduced the employability gap include; use of high-tech programs, the hierarchy of critical skills and industrial talent strategy. Their role in bridging the employability gap in the insurance sector has resulted in increase in productivity among employers and employees in the insurance sector. Recommendations: The study recommended that insurance companies should incorporate and partner the high- tech companies who are more digitized, reinvent their workforce models and come up with training programs to nurture and equip their employees with top talent and adaptable skills.

MONITORING AND EVALUATION SYSTEMS AND PERFORMANCE OF URBAN LOCAL GOVERNMENTS: A CASE OF TOWN COUNCILS IN JINJA DISTRICT, EASTERN UGANDA

Purpose: The study investigated the relationship between Monitoring and Evaluation systems and performance of Urban local governments in Jinja District of Eastern Uganda. Specifically, the study focused on establishing the relationship between M&E systems inputs, M&E systems process, M&E systems outputs and performance of Urban local governments in Jinja District. Methodology: The study used a cross sectional study design employing both qualitative and quantitative research approaches. The population (112) of the study consisted of the Town clerks, Political leaders and Town council employees to which simple random sampling was applied. Quantitative data was collected from a sample of 76 respondents using researcher administered questionnaire. Responses were rated on a 5-Likert scale and analyzed for descriptive and inferential statistic using SPSS software presented in tables. Qualitative data was collected from 10 key informants using interview guides analyzed using content analysis and presented as text. Findings: Correlational analysis revealed that a significant and a strong positive linear relationship between performance of urban local governments in Jinja District and M&E systems inputs (r= 0.730**, p < 0.05), M&E system process (r= 0.814**, p < 0.05) and M&E system outputs (r= 0.739**, p < 0.05). Regression analysis showed a significant and positive influence of M&E system inputs (β=-.203, p=.001, <0.05), M&E system process (β=.071, p=.001, <0.05) and M&E system outputs (β=.315, p=.000, <0.05) on the performance of urban local governments in Jinja District. Unique contribution to theory, practice and policy: There are weaknesses in the M&E systems in urban local governments in Jinja District in terms of failure to track results despite the huge investments in area of M&E. Therefore, there is need to strengthen the M&E systems of urban local governments in Jinja district by; placing trained M&E human resource; developing M&E frameworks and developing costed M&E work plans Future studies should examine the perception of local government employees on the institutionalization of M&E system in the public sector of Uganda.

COVID 19 Conflicts and Emerging Leadership Characteristics: A Qualitative Study

COVID-19 has resulted to global changes that have continued to instigate conflict in the hotel industry. This single exploratory qualitative case study purpose was to examined COVID 19 conflicts and emerging leadership characteristics during COVID 19 period at the Safari Park Hotel and Casino in Kenya. The target population of 20 departmental managers and sections from where a sample of seven participants was purposively drawn. In-depth interviews were conducted with participants from all departments and the data analyzed thematically. The findings revealed that conflicts were evident at individual, departmental, organizational, and externally with stakeholders. Finding further indicated that COVID 19 conflicts revolved around loss of income, employee relations, customer complaints and constrained resources. It was also found that leadership characteristic such as authentic, collaboration, innovation, and perseverance are critical during conflict. Unique contribution to theory, practice and policy is leadership development programs to incorporate conflict management, open and candid communication across the business, business leaders to balance between business needs and staff welfare as well as leaders to be provided with in service support that can complement their competencies in these critical leadership roles.

The Relationship between Career Advancement and Job Satisfaction among Teachers in Selected Public Secondary Schools in Igembe North, Kenya

Purpose: Job satisfaction is viewed as a catalyst of improving performance and commitment in a workplace. The rationale of the study was to establish the relationship between career advancement and job satisfaction relating to secondary school teachers confined in Igembe North sub-county. The independent variable career advancement was used in coming up with the specific objective of the study as well as formulating hypothesis. The relationship of this predictor variable with the dependent variable job satisfaction among teachers was statistically established. The study would be useful to the following interested parties; TSC, BOM and heads of public secondary schools and to scholars. Methodology: The three theories which were relevant to the study were analysed to determine their relevance, strengths and weaknesses. They included equity, dual factor and hierarchy of needs theories of motivation. A descriptive survey design was applied as it was appropriate in obtaining quantitative data from the sampled respondents which was analysed quantitatively to describe the variables of the study. The study targeted 427 teachers who formed the total population of the study. Secondary schools were classified as boarding schools and day secondary schools in the sub-county through the application of a stratified technique of random sampling. A sample size equivalent to 129 teachers was selected representing thirty per cent of the target population. A five Likert scale closed-ended questionnaire was utilised to gather quantitative data from the selected teachers. To assess how the questionnaire was reliable and valid in accomplishing its intended task, seven teachers from Igembe South sub-county were selected for piloting purposes. This was achieved by applying a test and re-test technique. Cronbach’s alpha coefficient of 0.794 was obtained which was above the recommended value of atleast 0.7. Descriptive and inferential statistical tools were applied in analysing the data. Regression analysis was utilised to establish the extent to which the predictor variable influenced the response variable. For easier interpretation of the data, pie charts and tables of distributions were deemed appropriate. Results: The study findings revealed that career advancement had a mean of 3.52 which moderately showed that the respondents agreed that it impacted positively on job satisfaction. Further, career advancement had r = 0.8902 indicating a strong positive correlation with job satisfaction. It had a beta coefficient of 0.4082 and a p-value of 0.0017. These statistical results of the findings manifested clearly that the relationship between career advancement and job satisfaction was positive and significant. Unique contribution to theory, policy and practice: Therefore, the study recommends that schools Board of Management and principals should continue organising and facilitating workshops and seminars in their schools to equip teachers with relevant skills in the areas of ICT integration, communication and management among others. The secondary school principals should increase monitoring their teachers’ training gaps to expand their skill set. The Teachers’ Service Commission (TSC) should liaise with the Ministry of Education on the way forward to offering free or subsidised training to teachers to widen their career paths. The study also recommends that non-monetary rewards such as workshops and seminars should be considered and incorporated in the rewarding systems adopted by public secondary schools.

Relationship between Change Management and the Implementation of the Human Resource Information System in Isiolo County Government, Kenya

Purpose: To establish the relationship between change management and the implementation of the human resource information system in Isiolo County Government, Kenya. Methodology: This study was conducted in Isiolo County. Descriptive research design was used by the study to collect a total of 654 Employees of the county government of Isiolo who were the target population. The study employed stratified random sampling to select 30% of the employees in each stratum to obtain a sample of 196 employees of the county government. Data was collected using questionnaires. Data was then analyzed through SPSS version 23. The overall results were presented through inferential statistics such as regression, correlation and descriptive statistics frequencies and percentages. The data was presented using tables. Results: The study found out that there is a relationship between change management and the implementation of the human resource information system in Isiolo County Government, Kenya. Change management had an R value of 0.791 and R square value of 0.627. This indicated that change management influenced 63% on implementation of HRIS. The other 37% remaining were determined by other factors. This indicated that change management was part of a key ingredient towards implementation of HRIS. It was found that change management had a relationship with implementation of HRIS. Unique contribution to theory, policy and practice: The study concluded that even though change management was necessary to effectively implement HRIS some employees did not feel the need for change management. This was because the employees felt that they were okay with the current system and norms. The leadership did not articulately involve them in the vision attainment hence the main reason of employees not seeing the bigger picture. Therefore, the management should be more open minded and communicate frequently with the staff on where exactly the county was headed and what was needed to attain its vision and goals. Once the employees understand and internalize these things, it would motivate them to put effort so as to be part of realizing the vision.

AN INVESTIGATION OF THE RELATIONSHIP BETWEEN WORK ENVIRONMENT PRACTICES AND EMPLOYEE RETENTION IN INTERNATIONAL NON-GOVERNMENTAL ORGANIZATIONS IN NAIROBI COUNTY, KENYA

Purpose: The purpose of this study was to investigate the relationship between workplace environment practices and employee retention in selected International Non-Governmental Organizations in Nairobi County. Methodology: This study adopted a descriptive survey design. The sampling frame was the listing of staff in 93 International Non-Governmental Organizations that were selected using a simple random sampling method from the 1,252 INGO’s with offices in Nairobi County. Purposive sampling was used to select 120 staff from the 93 INGOs who participated in the study. A semi-structured self-administered questionnaire was used to collect primary data while secondary was collected through a review of published literature such as annual INGO reports, journal articles and published theses. Data analysis involved preparation of the collected data - coding, editing and cleaning of data in readiness for processing using Statistical Package for Social Sciences (SPSS) package version 24.0. Cronbach’s Alpha was used to measure consistency and content validity. Quantitative data was analyzed using detailed statistics that include mean, standard deviation as well as the statistical package of social sciences (SPSS) version 24 and Microsoft Excel. Qualitative data was evaluated and analyzed using content analysis. Multiple linear regression analysis was used to evaluate the relationship between the independent and dependent variables and information obtained from the study presented using graphs, charts, written text and tables. Results: Internal promotion plans, mentoring programs, management support, effective career development policy, proper individual performance management, practical on-the-job training, effective organizational training policy, flexible leave plans, job sharing and job scheduling practices strongly influence the intention of the respondents to stay with their employers. More work needs to be done to improve succession planning, career break practices and the overall effectiveness of the work life balance policy.

A COMPARATIVE ANALYSIS ON THE RELATIONSHIP BETWEEN ORGANIZATIONAL CULTURE AND SERVICE QUALITY IN PUBLIC AND PRIVATE UNIVERSITIES IN KENYA

Purpose: The purpose of this study was to compare the relationship between Organizational Culture and Service Quality between public and private universities in Kenya. Methodology: The methodology of this study comprised of descriptive and causal research designs. The target population was 2,475 teaching staff in the 23 chartered public and 17 chartered private universities in Kenya. Sample size comprised of 225 teaching staff in the business program in two chartered public and two chartered private universities in Kenya. The collected questionnaires were 189 (Public 75, Private 114) which resulted in a response rate of 84%. Findings: The study findings showed that, in universities in Kenya, there was a significant difference in means of Organizational Culture between public (mean=3.60, p-value=0.000<0.05) and private (mean=4.13, p-value=0.000<0.05), with private universities having a higher mean. The study findings showed that, in universities in Kenya, there was a significant difference in means of Service Quality between public (mean=3.68, p-value=0.000<0.05) and private (mean=4.18, p-value=0.000<0.05), with private universities having a higher mean. The findings also showed that Organizational Culture has a positive, significant relationship with Service Quality in both public (r=0.649, p-value=0.000<0.05) and private (r=0.587, p-value=0.000<0.05) universities, where the relationship was stronger in public universities compared to private universities. Organizational Culture has a significant influence on Service Quality in Public universities (r2=0.421) and in Private universities (r2=0.345). The study concluded that there is indeed a significant, positive relationship between Organizational Culture and Service Quality in both public and private universities in Kenya. The Study also concluded that Organizational Culture was a significant predictor of Service Quality in both public and private universities in Kenya. Unique contribution to theory, practice and policy: This study made an outstanding contribution to theory by validating use of systems theory of management. The study also contributed greatly to theory by showing a significant relationship between Organizational Culture (using DOCS) and Service Quality (using SERVQUAL) as measurement instruments in public and private universities in Kenya. This study recommended that leadership in public universities needs to emulate the culture in private universities so that there is higher service Quality for the students. Also, leadership in private universities need to improve on how they use their strong and positive organizational culture to deliver Service quality to its students amidst the unique challenges they face.

Effect of Diversity Management on Organizational Performance of Information, Communication and Technology Firms in Nairobi County

Purpose: The study sought to establish the effects of diversity management on organizational performance of ICT firms in Nairobi County. The study specifically sought to establish the effects of creativity and innovation, employee commitment, corporate image and human capital pool on organizational performance of ICT firms in Nairobi County.Methodology: The study targeted ICT firms in Nairobi County categorized into networking, software development, hardware maintenance and distribution, communication and system security. The study adopted a purposive sampling technique to acquire a sample of 15 firms. The unit of observation comprised eight employees per each of the targeted firms thus making a total of 120 respondents. The study used a census survey since the population was small and adequate for study. Primary data was gathered through questionnaires. A pilot study was conducted to test the validity and reliability of the data collection instruments. The data was analyzed both qualitatively and quantitatively through SPSS, results presented in form of tables, and figures.Findings: The findings show that creativity and innovation have a positive and significant effects on the performance of ICT firms as shown by β = 0.233 and Sig = 0.010 <0.05. Employee commitment likewise, has a positive and significant effects on the performance of ICT firms as shown by β = 0.397 and Sig = 0.001 <0.05. The results further show that corporate image has a positive and significant effects on the performance of ICT firms as shown by β = 0.121 and Sig = 0.012 <0.05. In addition, human capital tool has a positive and significant effects on the performance of ICT firms as shown by β = 0.406 and Sig = 0.000 <0.05.Unique contribution to theory, practice and policy: The study recommended that the management of ICT firms in Nairobi County should focus on enhancing elements that boost the levels of innovation amongst employees in the firm since the practice bears positive and significant effects on performance of the firm. The study also recommended that the management of ICT firms in Nairobi County should focus on advancing the factors that contribute to increased levels of employee commitment in the firm since the practice bears positive and significant effects on performance of the firm. The study further recommended that the management of ICT firms in Nairobi County should focus on improving the corporate image since the practice bears positive and significant effects on performance of the firm. The study finally recommended that the management of ICT firms in Nairobi County should advance their human capital pool since the practice bears positive and significant effects on performance of the firm.

Influence of Coaching on Employee Retention in Commercial Banks in Kenya

Purpose: The main objective of the study was to determine the influence of employee coaching on employee retention in commercial banks. The study specifically aimed to determine the influence of performance coaching, career coaching, life skills coaching and executive coaching on employee retention in commercial banks.Methodology: The study adopted a descriptive research design and the target population comprised of a total of 306 staff working in the six selected Commercial Banks in Kenya. The selected commercial banks included; Cooperative bank of Kenya Ltd; Kenya Commercial Bank Ltd; Consolidated bank of Kenya Ltd; Standard Chartered bank Kenya Ltd and CFC Stanbic Bank Ltd and NIC bank. The study adopted a probability sampling design by using a stratified random sampling technique to select the sample size of 136 respondents. Questionnaires were used as the main data collection instruments and pretested for validity and reliability using a pilot study. Data gathered was analyzed using both descriptive and inferential statistics and presented using tables and charts.Findings: The study findings indicated that performance coaching factors notably, goal setting, feedback, personal development and goals achievement influences employee’s retention in commercial. The study also noted that career coaching ensured that employee personal interests are considered, employee career expectations are met there is achievement of employee personal goals and employees are able to effectively plan their careers. The study concluded that performance coaching is the major coaching method that influences most employee retention in commercial banks, followed by career coaching, then executive coaching and lastly life skills coaching.Unique contribution to theory, practice and policy: The study recommends that to improve on performance coaching, the bank management should offer performance coaching programmes which equips employees with skills to enable employees to understand organization goals and set their goals and work towards achievement of the goals. The bank management should adopt effective career coaching programmes which motivate employees to stay working in the organization in order to advance their careers. The bank management should provide coaching programmes which ensures that employee personal interests are considered, employee career expectations are met and there is achievement of employee personal goals and employees are able to effectively plan their careers. This will contribute towards employee career development and growth which influences most employees to remain working in organization and hence leading to increased rate of retention

Mentoring as Correlate of Self Confidence and Job Satisfaction: A Psychological Perspective

Purpose: This article developed from a presentation at the national Conference of Nigerian Psychological Association which took place at the Ile-Ife under the auspices of IfePsychologia Centre, Department of Psychology, Obafemi Awolowo University in 2014. The theme of the conference was on mentoring and development. Consequently, this research paper was aimed at portraying how mentoring mediates in human development as it may lead to job satisfaction and enhanced output.Methodology: An instrument called “Inventory on Mentoring as Correlate of Self-Confidence and Job Satisfaction was used to gather data which was analysed and interpreted, using the arithmetic percentage to calculate the differences in the number of respondents and their implications in job performance.Results: This study has proved that the art of mentoring is inherent in counselling psychology, personnel psychology and human development; this makes the mentor a counsellor, a consultant and a cheerleader, who provides support and enthusiasm for his/her team. S/He provides guidance based on experience and s/he demonstrates problem solving qualities and helps the mentee uncover his/her hidden potential. There is no doubt that mentoring can improve an individual’s job performance and satisfaction since the output is enhanced; nevertheless, a worker that is not self-motivated and has a disposition that undermines the learning process may not benefit much from the process. The mentor at a place of work who wants to maximise effort for optimal outcomes may drive hard on the mentee.Unique contribution to theory, practice and policy: It is recommended that teachers and other facilitators should undergo training in mentoring so that they can better handle the learners. There should be better interrelationship and team spirit when the cheerleader, the mentor is given the room to make an impact. In government, new politicians should be properly mentored by the older ones on the jobs that there can be continuity and projects will be accomplished without rancour or ethnic prejudices as in African countries. In particular, the police force, security operative’s road safety officers should be properly mentored so that they are not sadists who desire to impose on people without a rational justification for doing so.